Workforce Fairness Institute

Issues

Fairness in the workplace requires the equitable treatment of all employees - union and non-union - as well as small business owners. Everyone is entitled to a right to work, the freedom of association and a right to do business.

Unfortunately, Big Labor isn't interested in fairness; they are only interested in expanding their power and collecting more dues. To further these ends, they are promoting a number of controversial policy proposals that have gained traction thanks to their political allies.

If you're concerned about fairness in the workplace, you should know more about the issues below:

  • The Truth About “Worker Centers”

    What do you do when you’re a labor boss at a time when union membership is at its lowest point in over 50 years? Anything you can to save a sinking ship, apparently. That includes forming new union front groups called “worker centers” to pull in additional funding for unionization efforts. By forming under the guise of charitable organizations, worker centers are able to seek funding from a wider array of sources than traditional unions.

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    Micro Unions

    In a move that will tie businesses up in red tape, the NLRB is allowing labor bosses to organize "micro-unions" with as few as three or four workers. This unprecedented move will sow division and disharmony in the workplace and destroy small businesses. The only people who benefit from micro-unions are Big Labor bosses.

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  • Protecting Employees' Rights At All Times

    America's workers need protections against unfair Big Labor schemes. The Employee Rights Act, currently under consideration in Congress, guarantees secret ballots for ALL union elections. It also prevents employees from seeing their hard-earned dues paying for union political activities that they disagree with. And it offers employees the right to a choose whether or not they want continued union representation.

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    The Employee Privacy Act

    To safeguard the privacy of America’s workers, Health, Employment, Labor, and Pensions Subcommittee Chairman Phil Roe (R-TN) introduced the Employee Privacy Protection Act. The legislation will give workers greater control over the disclosure of their personal information and help modernize an outdated union election process.

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  • National Labor Relations Board (NLRB)

    The NLRB should be an independent, impartial body in charge of overseeing fair elections and relations between employers and unions in the private sector. But labor bosses have been working to have their allies placed on the board to accomplish administratively whatever cannot be achieved legislatively.

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    Ambush Election Rule

    The National Labor Relations Board (NLRB) is trying to force your workplace and communities with new “ambush” rules that favor union bosses and hurt workers.

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  • Project Labor Agreements (PLAs)

    PLAs eliminate merit (non-union) shop contractors from competing for and winning government construction projects. This policy would discriminate against more than eight out of 10 construction workers in the private workforce based solely on union membership.

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    Workforce Democracy and Fairness Act

    To protect workers’ right to make an informed decision in union elections, House Education and the Workforce Committee Chairman John Kline (R-MN) introduced the Workforce Democracy and Fairness Act. The legislation will codify long-standing NLRB election procedures, preventing an activist board from implementing sweeping changes on the workplace.

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  • The So-Called Public Safety Employer-Employee Cooperation Act (PSEECA)

    This misleadingly-named bill would federalize the unionization process for emergency response and law enforcement personnel, including local police and firefighters. Local and state governments would lose control of their right to negotiate with these vital employees, as contracts would be imposed by federal arbitrators on a national level. Budgets will be busted and jobs will be cut as a result.

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    Unmet Obligations & Legacy Costs

    Big Labor has finally come to accept what small business owners knew all along – the promises they made to many union members cannot be met. Now union bosses are scrambling to find a way to solve funding problems faced by union-administered, multi-employer pension plans by shifting the costs to the federal government. These unmet obligations could have taxpayers paying hundreds of billions of dollars. Most of this is a result of mismanagement and recklessness on the part of labor bosses who decided to spend half a billion dollars on politics in 2008 as opposed to fulfilling their promises to their own members.

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© 2014 Workforce Fairness Institute